scholarly journals The development and validation of the workplace acceptance scale: Evidence from a sample of workers with disabilities

2021 ◽  
pp. 1-15
Author(s):  
Katharina Vornholt ◽  
Sjir Uitdewilligen ◽  
Gemma van Ruitenbeek ◽  
Fred Zijlstra
Keyword(s):  
Social Dynamics ◽  
Intent To Leave ◽  
Management Strategies ◽  
Reliability And Validity ◽  
Diversity Management ◽  
Workplace Diversity ◽  
Organizational Diversity ◽  
Confirmatory Factor Analyses ◽  
Employees With Disabilities ◽  
Acceptance Scale

BACKGROUND: Recent trends in demographics and the labor market, such as an ageing workforce, bring forth a significant societal transformation and force organizations to conform to new circumstances. Diversity management strategies may help to counteract negative outcomes of these developments. However, organizational diversity triggers various reactions among the established workforce, evoking positive as well as negative social dynamics. OBJECTIVE: In order to better understand the dynamics that arise from workplace diversity, specifically from workplace disability, the present paper outlines the development of an eleven-item measure of perceived workplace acceptance. METHODS: Three independent samples of employees with disabilities (including multisource data) were used to demonstrate the reliability and validity of the scale. RESULTS: The scale shows good psychometric properties and exploratory as well as confirmatory factor analyses indicate that workplace acceptance is a unidimensional construct. The study shows that the scale is significantly related to constructs such as health and productivity, self-esteem, intent to leave, motivation, organizational commitment, and attitudes of colleagues, providing evidence for criterion-related validity. CONCLUSIONS: Overall, the present study provides evidence for the validity of the Workplace Acceptance Scale and suggests that the workplace acceptance construct has important implications for both individuals with disabilities and groups of colleagues.

scholarly journals Diversity management strategies for the adaptation of educational systems to the challenges of social marginalization

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Galyna Nesterenko ◽  
Ievgeniia Yemelianenko
Keyword(s):  
Social Dynamics ◽  
Management Strategies ◽  
Life Quality ◽  
Diversity Management ◽  
Educational Systems ◽  
Negative Effects ◽  
Marginal Groups ◽  
Innovation Potential ◽  
Closed Systems ◽  
Individual Self

Marginalization in the classical interpretation refers to the development in a traditional sustainable society of groups and individuals, positioned in a borderline, precarious state with respect to their social and cultural identity. Marginalization, thus, is a multifaceted process, reinforcing the internal diversity of a society. Today, the traditional society itself exists as an unstable network of disparate social groups. <The latter are in fact closed systems, which are connected by more discrete, formal communicative contacts rather than essential connections. Identifications currently are not woven into a strong social structure, and this structure itself is a transient, flexible mass. Therefore, we do not deal with individual marginal groups arising in a society, but with solid marginalized masses, among which there are “islands” of the traditional population groups. Processes of globalization and integration in the society, strengthening of social dynamics, migration, etc. are the objective reasons for this. In the context of strong ethnic and cultural diversity, military and political tensions, environmental and economic crises, rise in property stratification, social exclusion and inequality – processes of individual self-realization become more complicated. To create conditions for each individual’s development in order to meet urgent needs and improve life quality, becomes first of all the task of an educational system. All this requires more flexibility and adaptability of educational systems, which they unfortunately do not have. Under these challenges it is necessary to focus on finding ways of educational humanization in order to overcome the negative effects of marginalization processes and to use their innovation potential.

scholarly journals Organizational diversity: making the case for contextual interpretivism

2015 ◽  
Vol 34 (6) ◽  
pp. 496-509 ◽  
Author(s):  
W. J. Greeff
Keyword(s):  
Diversity Management ◽  
Internal Communication ◽  
Organizational Diversity ◽  
New Approach ◽  
Content Type ◽  
Organizational Contexts ◽  
Organizational Settings ◽  
Managing Diversity ◽  
Functional Aspects ◽  
Excellence Theory

Purpose – The purpose of this paper is to make a case for contextual interpretivism in managing diversity in organizational settings, specifically in its bearing on internal communication, going against the dominating functionalistic stance of venerated and ubiquitous approaches. Design/methodology/approach – Qualitative and quantitative methodologies were employed to explore the potential of contextual interpretivism within the mining and construction industries of South Africa, due to the fecund diversity context of its employee population. Findings – This paper points to the enriched understanding that could result from following a contextual interpretivistic approach to internal communication for diversity management, and in so doing discusses the ways in which this could take hold in organizations through the application of germane theoretical assertions of revered internal organizational communication literature, specifically the excellence theory and communication satisfaction. Research limitations/implications – The main limitation to this research is the restricted generalizability of its empirical research. Further research is required for the exploration of the central premise in other organizational contexts. Practical implications – The paper provides insights into the ways in which organizations could approach its diversity management so as to speak to more than just the functional aspects thereof, and rather to the importance of nurturing an understanding of employees’ interpretation of the organization’s diversity endeavors. Originality/value – The implications of applying a new approach to diversity management in organizational settings is discussed and argued, offering an empirical application thereof, which gives way to practical, data-driven recommendations for use in organizational settings.

Development and Validation of the Korean Rape Myth Acceptance Scale

2004 ◽  
Vol 32 (2) ◽  
pp. 301-331 ◽  
Author(s):  
Euna Oh ◽  
Helen Neville
Keyword(s):  
Sex Role ◽  
Rape Myth Acceptance ◽  
Rape Myth ◽  
Future Research ◽  
Validity And Reliability ◽  
Confirmatory Factor Analyses ◽  
Acceptance Scale ◽  
Attitudes Toward Sex ◽  
The Impact ◽  
Myth Acceptance

The purpose of this investigation was to develop a culturally relevant rape myth acceptance scale for Koreans. Three studies on the Korean Rape Myth Acceptance Scale (KRMAS) with approximately 1,000 observations provide initial validity and reliability. Specifically, results from exploratory and confirmatory factor analyses support four subscales: myths about rape survivors, rape perpetrators, the impact of rape, and rape as spontaneous. The KRMAS was validated with student and community samples and a factorial invariance analysis provided evidence for the factor structure across men and women. The KRMAS total score was positively related to the Attitudes Toward Sex Role Scale–Korean and the Acceptance of Violence Scale, indicating that greater endorsement of rape myth acceptance was related to greater levels of attitudes toward traditional sex roles and violence against women. Implications of the findings and future research directions are provided.

scholarly journals Validation and invariance across gender of the Beliefs About Appearance Scale (BAAS) in a community sample of heterosexual adults in a committed relationship

2018 ◽  
Vol 40 (2) ◽  
pp. 126-135
Author(s):  
Patrícia M. Pascoal ◽  
Maria-João Alvarez ◽  
Magda Sofia Roberto
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Community Sample ◽  
Reliability And Validity ◽  
Two Dimensions ◽  
Original Structure ◽  
Confirmatory Factor Analyses ◽  
Factorial Model ◽  
Confirmatory Factor ◽  
Body Appearance

Abstract Objective To evaluate the psychometric properties of the Beliefs About Appearance Scale (BAAS) in terms of its factorial structure and invariance, reliability, and validity when applied to adults from the community. Methods Participants consisted of 810 heterosexual Portuguese individuals in a committed relationship. As a confirmatory factor analysis did not support the original structure of the BAAS, an exploratory factor analysis was performed. Results A 12-item version was extracted comprising two dimensions: one personal and the other social. The factorial model depicting this bidimensional structure revealed an adequate fit following confirmatory factor analysis. Multigroup confirmatory factor analyses indicated invariance across gender. Concurrent and discriminant validities and internal consistency were estimated and observed to be adequate. Conclusions This shorter measure of the BAAS can accurately assess body appearance beliefs and may be used in different research settings and contexts.

Capturing the Familiness of Family Businesses: Development of the Family Influence Familiness Scale (FIFS)

2017 ◽  
Vol 41 (5) ◽  
pp. 709-742 ◽  
Author(s):  
Hermann Frank ◽  
Alexander Kessler ◽  
Thomas Rusch ◽  
Julia Suess–Reyes ◽  
Daniela Weismeier–Sammer
Keyword(s):  
High Reliability ◽  
Family Members ◽  
Reliability And Validity ◽  
Family Influence ◽  
Factor Analyses ◽  
Confirmatory Factor Analyses ◽  
Proficiency Level ◽  
Confirmatory Factor ◽  
The Family ◽  
And Control

This article develops a familiness scale measuring the family influence on the business via decision premises that express familiness. In three studies, we examine familiness with qualitative and quantitative approaches based on new systems theory. Narrative interviews are employed to generate items. Exploratory and confirmatory factor analyses led to a multidimensional scale (Family Influence Familiness Scale [FIFS]) comprising six dimensions: (1) ownership, management, and control; (2) proficiency level of active family members; (3) sharing of information between active family members; (4) transgenerational orientation; (5) family–employee bond; and (6) family business identity. Results indicate high reliability and validity levels.

Global Diversity Management Programs and Strategies at CEVA Logistics

2012 ◽  
pp. 306-321 ◽  
Author(s):  
Hale Öner ◽  
Esra Kaya ◽  
Olca Surgevil ◽  
Mustafa Ozbilgin
Keyword(s):  
Human Capital ◽  
Continuous Improvement ◽  
Diversity Management ◽  
Mentoring Programs ◽  
Life Balance ◽  
Global Diversity ◽  
Diversity And Inclusion ◽  
Participation Of Women ◽  
Employees With Disabilities ◽  
Work And Life

The main Diversity and Inclusion activities of CEVA aim at increasing the participation of women at higher echelons of the management cadre, retaining diverse talent, and increasing the number of employees with disabilities. The diversity and integration understanding is the commitment to continuous improvement in every sub-region retaining the talented human capital with a focus on work and life balance initiatives and development by mentoring programs, network groups on the intranet, e-teams, and communities on gender and disability. Although diversity is integrated at CEVA at both the regional and global levels, the main motto in implementing the Diversity and Inclusion activities is “Think global, act local.”

scholarly journals How to Measure Baha’i Religiosity: The CRSi-20 for Baha’is as a First Reliable and Valid Measurement

Religions ◽  
2020 ◽  
Vol 11 (1) ◽  
pp. 29 ◽  
Author(s):  
Sarah Demmrich
Keyword(s):  
Reliability And Validity ◽  
Psychology Of Religion ◽  
Fit Indices ◽  
Factor Analyses ◽  
Confirmatory Factor Analyses ◽  
Public Practice ◽  
Valid Measurement ◽  
Confirmatory Factor ◽  
Emic Perspective

The concepts and measurements in psychology of religion often adhere to its Judeo-Christian roots, which causes problems when measuring non-Christian religiosity. In this paper, two successive studies are presented. The first study applied Huber’s CRS-15, while the second study used the CRSi-20. Both samples consisted of believers of the non-Christian, Abrahamic Baha’i religion in Germany. In the first study, in which N = 472 participated (MAge = 43.22, SDAge = 15.59, 60.0% female), the reliability and validity issues related to items of public practice and experience of the CRS-15 were uncovered. After modifying the content of these items and adding the five additional items of the interreligious CRSi-20, which was tested among N = 324 participants (MAge = 47.12, SDAge = 17.06, 59.6% female) in a second study, most reliability issues were solved. Confirmatory factor analyses revealed that the CRSi-20 model describes the data appropriately with adequate fit indices. Therefore, the CRSi-20 for Baha’is offers the first reliable and valid measurements of Baha’i religiosity, being at the same time capable of taking the emic perspective fully into account while maintaining the possibility of cross-religious comparisons.

scholarly journals Turkish Adaptation of the Positive–Negative Relationship Quality (PN-RQ) Scale: A Reliability and Validity Study

2019 ◽  
Vol 9 (9) ◽  
pp. 100
Author(s):  
Arzu Araz ◽  
Duygu Güngör ◽  
Eda Aşçı
Keyword(s):  
Relationship Quality ◽  
Emerging Adults ◽  
Romantic Relationship ◽  
Factor Model ◽  
Negative Relationship ◽  
Reliability And Validity ◽  
Measurement Tool ◽  
Factor Analyses ◽  
Validity And Reliability ◽  
Confirmatory Factor Analyses

Background: The present study investigates the reliability and validity of the Positive–Negative Relationship Quality (PN-RQ) scale in Turkey. This study aims to test different factorial models including orthogonal factors model, correlated factors model, one-factor model, and bifactor model. Methods: In order to determine the validity and reliability of the scale, two studies were performed. The first was carried out with emerging adults (university students) who were in a romantic relationship (148 females, 43 males, and 2 unknown) and had the main purpose to examine the structure validity of the measurement tool in the Turkish sample with an exploratory analysis. Study 2 was performed online with 513 married adults (359 females, 149 males, and 5 unknown); confirmatory findings and criterion validity studies were added. Results: Exploratory factor analyses revealed that relationship quality had a two-factor structure and that there was also a negative relationship between the factors. Confirmatory factor analyses on the married sample showed that the bi-factor model provided evidence for the multidimensional nature of the scale. Both studies demonstrated high internal consistency. Conclusion: There is evidence for reliability and validity in the Turkish version of the PN-RQ scale to measure both positive and negative aspects of the relationship. The PN-RQ scale will be highly functional for social and clinical psychologists who work on close relationship issues in Turkey.

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